Can the review be signed electronically?

Yes. Electronic signatures are legally recognized under the ESIGN Act (15 U.S.C. §7001) and by UETA in most states. Ensure the signing process documents intent, consent, signer attribution, and durable record retention to meet legal validity requirements.

What makes an e-signature legally valid?

Demonstrable intent, consent to transact electronically, clear attribution to the signer, and the ability to retain or reproduce the signed record constitute the four-prong legal test under ESIGN and common UETA practice.

Who must sign the 90 Day Review?

Typically the employee and the direct manager sign the review to acknowledge discussion; HR may countersign or file the record. Signatory roles should be defined in company policy and recorded to support employment decisions and audit trails.

Can I correct errors after signing the review?

Yes. Corrections should be handled through an addendum or amended review that all affected parties sign; electronic platforms capture a new signature event and preserve the original audit trail to show the change history and authorization.

How long must I keep completed reviews?

Maintain 90 Day Review records per applicable law: IRS-related personnel documents are typically retained three years (IRC §6501(a)); I-9s follow 8 CFR §274a.2 retention rules; HIPAA-covered materials require six years (45 CFR §164.530(j)).

Is notarization or witnesses required?

Not typically. Performance reviews do not require notarization or witnesses under federal law. Some specialized documents (powers of attorney, wills) do require witnesses or notarization; consult state law if your review incorporates legally sensitive acknowledgements.

Electronic Signature
Templates
HR
Employee Performance 90 Day Review

Employee Performance 90 Day Review

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE PERFORMANCE 90 DAY REVIEW

Employee Information

Full Name Address

Phone

Email

Position & Review Period

Job Title Department

Reporting Manager:

Employment Start Date:

Review Date:

Review Period: From to

Performance Summary

Summary of role expectations at hire:

Progress on Initial Goals

Core Competencies & Ratings

Instructions: Rate each competency on a scale of 1 (Unsatisfactory) to 5 (Outstanding). Provide comments where applicable.

Communication — Rating: Comments:

Quality of Work — Rating: Comments:

Teamwork & Collaboration — Rating: Comments:

Initiative & Dependability — Rating: Comments:

Overall Evaluation

Overall Performance Rating (1-5):

Summary Comments

Development Plan & Goals (Next 90 Days)

Action Item 1 — Objective:

Action Item 2 — Objective:

Support/Resources Required:

Manager Comments

Employee Comments

Employment History (Two Most Recent Employers)

Employer 1 — Company Title

Dates Employed: From To

Primary Responsibilities Reason for Leaving Employer 2 — Company Title

Dates Employed: From To

Primary Responsibilities Reason for Leaving

Education

Highest Degree Institution

Graduation Date:

References (Professional)

Reference 1 — Name

Reference 2 — Name

Reference 3 — Name

Legal Disclosures & Authorizations

At-Will Employment: Employment remains at-will, which means either the employee or the employer may terminate the employment relationship at any time, with or without cause or notice, subject to applicable law. This review does not alter the at-will status unless an authorized representative signs a separate written agreement expressly stating otherwise.

Equal Opportunity: The company is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, or other protected characteristics as defined by applicable law.

Authorization: By checking the box below, the employee authorizes the company to contact prior employers and references, and to conduct background or verification checks as permitted by law.

I authorize contact with prior employers and consent to background verification.

Employee Certification

I certify that I have read this performance review, that the information I provided in sections above is true and complete to the best of my knowledge, and that I have had the opportunity to discuss the contents with my manager. My signature acknowledges receipt and discussion of this review, not necessarily agreement with all content.

I also acknowledge that the company may retain a copy of this review in my personnel file.

Employee Name:

By:

Date:

Reviewer Name:

By:

Date:

What the Employee Performance 90 Day Review Is

Employee Performance 90 Day Review is a structured evaluation completed approximately ninety days after a new hire's start date to assess onboarding progress, role fit, and early performance against agreed objectives. The form documents goals, behavioral competencies, completed training, and manager feedback, and records any development needs or corrective steps. It provides a formal checkpoint for alignment between employee and manager, supports HR decisions about probationary status or continued employment, and creates a dated record for personnel files that can be retained according to applicable employment and tax recordkeeping requirements.

Why a 90 Day Review Matters for Employers and Employees

Use a 90 Day Review to confirm expectations, identify training needs, and document early performance. It reduces ambiguity in probation assessments, supports consistent HR recordkeeping, and provides evidence for personnel decisions while encouraging timely feedback and development conversations between managers and employees.

Who Typically Prepares and Signs This Review

Who completes the 90 Day Review depends on role; the following profiles commonly initiate or complete the form.

HR managers and talent partners who track onboarding metrics and maintain personnel records.
Direct supervisors who evaluate performance against role-specific goals and record coaching conversations.
New employees as a self-assessment tool to reflect on skills, training needs, and goal clarity.

Some organizations also require sign-off from HR and the employee's manager to verify review completion and file the record centrally.

Essential Sections to Include in the 90 Day Review

Core sections of an Employee Performance 90 Day Review provide measurable feedback, documented goals, and a plan for development and follow-up actions.

Performance Goals

List specific, measurable objectives set at hire or during onboarding with target metrics and timelines; clarify expectations for deliverables, quality, and deadlines to reduce ambiguity during probation.

Core Competencies

Evaluate job-related skills, communication, teamwork, and problem-solving using defined rating scales; include examples of observed behaviors to support ratings and suggested improvement actions.

Manager Feedback

Provide concise, action-oriented feedback from the manager, noting strengths, specific incidents, and areas for immediate improvement with suggested resources or training opportunities and measurable success criteria.

Development Plan

Document agreed next steps, required training, mentors, and performance milestones with deadlines and responsible parties to track progress through the remainder of the probationary period.

Final Rating

Record a clear outcome: satisfactory, needs improvement, or unsatisfactory; tie the conclusion to documented evidence and note any changes to employment status or next review date.

Signatures & Dates

Include dated signatures of employee and manager, and HR if required; ensure signatures match personnel records to maintain auditability and legal defensibility of the review.

Step-by-Step: Complete and File the 90 Day Review

Follow these sequential steps to complete, review, and file the 90 Day Review form accurately.

01

Prepare Data: Gather goals, training records, and attendance.
02

Meet With Employee: Hold a candid discussion and document observations.
03

Complete Ratings: Apply rating scale and add examples.
04

File and Archive: Save signed copy to personnel file and HR system.

How to Configure an Online 90 Day Review Workflow

Customize online review workflows to automate assignments, reminders, and reporting while preserving an audit trail for signed records.

Field for Online Workflow Configuration	Configuration
Assign reviewers and sequence automatically	Set manager and HR reviewer order, auto-send reminders.
Enable conditional fields and templates	Show fields based on role or department.
Set signature and authentication methods	Require signer identity verification and audit trail.
Connect HRIS and cloud storage	Sync completed forms to HRIS and secure storage.

Technical and Integration Considerations for eDelivery and Signing

The 90 Day Review can be shared and signed electronically; verify platform compatibility, authentication level, and audit logging before distribution.

Supported Formats: PDF, Word DOCX, and HTML
Integrations: Salesforce, NetSuite, Google Workspace supported
Authentication Options: Email, SMS code, SSO, two-factor

Key Dates and Timing Expectations

Common deadlines and timing expectations for the 90 Day Review help managers schedule checkpoints and document outcomes consistently.

Employee Official Start Date (Day 0):

Marks the hire date that begins the 90-day period.

Midpoint Performance Check (Approx. Day 45):

Informal review to assess progress and adjust goals if needed.

Final Review and Decision at Day 90:

Conclude ratings, decide probation outcome, and record next steps.

File Signed Record in HRIS:

Upload final signed document to employee file and HRIS.

Schedule 30- or 60-day Follow-up Review:

Plan additional check-ins if performance improvement is required.

Common Mistakes to Avoid When Preparing the 90 Day Review

Delaying the review beyond the 90-day window reduces its usefulness and can complicate probationary decisions and recordkeeping.
Vague goals or missing metrics make ratings subjective; include measurable targets and evidence to support any performance conclusions.
Failing to document coaching conversations or development efforts increases legal risk and weakens HR's ability to support termination or promotion actions.
Using inconsistent rating scales across teams undermines comparability; standardize scales and provide manager calibration sessions to ensure fairness.

Risks and Potential Consequences of Poor Documentation

Discrimination Claim: Insufficient documentation can increase exposure.

Wrongful Termination Risk: Incomplete records weaken employer defenses.

Regulatory Noncompliance: Failing retention violates labor laws.

Payroll Errors: Incorrect job data may affect pay.

Data Privacy Concerns: Health-related notes may require HIPAA controls.

Performance Disputes: Unclear ratings lead to grievances.

How the 90 Day Review Differs from Similar Documents

Quick comparison of the Employee Performance 90 Day Review against similar short-term assessment and improvement documents for clarity.

Document Type and Typical Use	90 Day Review	Other Documents
Primary Purpose Compared Across Documents	assess early fit	ongoing performance
Typical Timing and Frequency for Use	around day 90	variable, case-by-case
Formality and Typical Documentation Requirements	standardized form	formal plan or review
Outcome and Decision Implications Compared	confirm continuation or change	may trigger pip or termination

eSignature Vendor Pricing Snapshot for Executing 90 Day Reviews

Vendor pricing and feature snapshot for eSignature providers commonly used to execute Employee Performance 90 Day Reviews electronically.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price Per User	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial Availability	7-day free trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send Included	Yes	Yes	Yes	Yes	No
Audit Trail Included	Yes	Yes	Yes	Yes	Yes
HIPAA Compliance Available	Yes	Yes	Yes	No	No
Envelope Cap or Limitations	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Frequently Asked Questions About the 90 Day Review

Answers to common questions about completing, signing, and retaining Employee Performance 90 Day Reviews, including electronic signature and recordkeeping concerns.

Need help? Contact support

Can the review be signed electronically?
Yes. Electronic signatures are legally recognized under the ESIGN Act (15 U.S.C. §7001) and by UETA in most states. Ensure the signing process documents intent, consent, signer attribution, and durable record retention to meet legal validity requirements.
What makes an e-signature legally valid?
Demonstrable intent, consent to transact electronically, clear attribution to the signer, and the ability to retain or reproduce the signed record constitute the four-prong legal test under ESIGN and common UETA practice.
Who must sign the 90 Day Review?
Typically the employee and the direct manager sign the review to acknowledge discussion; HR may countersign or file the record. Signatory roles should be defined in company policy and recorded to support employment decisions and audit trails.
Can I correct errors after signing the review?
Yes. Corrections should be handled through an addendum or amended review that all affected parties sign; electronic platforms capture a new signature event and preserve the original audit trail to show the change history and authorization.
How long must I keep completed reviews?
Maintain 90 Day Review records per applicable law: IRS-related personnel documents are typically retained three years (IRC §6501(a)); I-9s follow 8 CFR §274a.2 retention rules; HIPAA-covered materials require six years (45 CFR §164.530(j)).
Is notarization or witnesses required?
Not typically. Performance reviews do not require notarization or witnesses under federal law. Some specialized documents (powers of attorney, wills) do require witnesses or notarization; consult state law if your review incorporates legally sensitive acknowledgements.

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